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A Fortune 500 insurance broker partnered with Enterprise Solutions from Michael Page to anticipate hiring needs across LATAM and ensure business continuity. Despite a limited talent pool and strict confidentiality requirements around the customer's identity, the team built a pipeline of 344 new, ready-to-engage candidates within two months.
A leading insurance broker was concerned about business continuity in the face of anticipated vacancies. They identified five commercial roles in LATAM that were at risk due to attrition, internal movement, and regional growth.
To address this, Enterprise Solutions from Michael Page proposed building a candidate longlist. The customer wanted the longlist to include only new talent, despite having an extensive existing database and a limited talent pool. The initiative was highly confidential, faced significant uncertainty around when and where vacancies might arise, and required a fast turnaround.
The organisation partnered with Enterprise Solutions' advisory services team to manage the longlisting process.
With uncertainty around role timing and location, early engagement and clear communication were essential. We used our reputation as Michael Page to help candidates feel confident about these opportunities while maintaining strict confidentiality around our customer’s identity, including when applicants were longlisted.
This project required a high level of flexibility, adaptability, and resilience. The Enterprise Solutions team delivered this and more, with their outstanding work helping us ensure business continuity as and when core vacancies arose.
Global Head of Talent Acquisition
We conducted proactive sourcing across multiple channels, followed by rigorous screening and interviews, to assess candidate experience and suitability. Candidates were benchmarked against job requirements and compensation expectations. We also ensured candidates were not known to the insurance broker by cross-referencing them with the customer’s ATS.
To ensure alignment with our customer’s needs, we established weekly governance calls with stakeholders across Mexico, Brazil, and HSA (Peru, Argentina, Colombia, and Chile). This enabled us to adapt rapidly as requirements changed.
Within two months, the team delivered a ready-to-engage talent pipeline that exceeded the agreed volume and quality KPIs. The longlist spanned five key commercial roles: Senior Executive (Client-Facing), Manager (Client-Facing), Associate Director (Client-Facing), Frontline Sales, and Sales Manager B2B.
During the interview process, we noticed certain talent trends. We shared these additional market insights with our customer, despite this falling outside the original project scope. Insights included candidate salary expectations, candidate benefit expectations (such as life insurance, company car, and food vouchers), and English proficiency levels.
Together, the longlist and market insights helped our customer move quickly when vacancies arose. They had the information they needed to position each role effectively, with qualified candidates already identified and engaged.
Explore how Enterprise Solutions from Michael Page helps organisations solve complex talent challenges, combining global expertise, local insight and flexibility to deliver real results.
